The DOI matches its Crossref record; 129 of the 129 references it cites were found in a registry or an index; 8 of the 136 sources its claims cite were checked for support.
Job Demands—Resources theory and self-regulation: New explanations and remedies for job burnout
Open accessAbstract
Background: High job demands and low job resources may cause job strain and eventually result in burnout. However, previous research has generally ignored the roles of time and self-regulation.Objectives: This theoretical article synthesizes the literature to propose a multilevel model that delineates how acute job strain translates into enduring and severe job burnout.Methods: We integrate self-regulation perspectives in job demands-resources (JD-R) theory to propose that short-term job strain and eventually enduring burnout is the result of consistently high job demands and low job resources – combined with failed self-regulation.Results: The model shows that when employees are confronted with increased job strain, they are more likely to use maladaptive self-regulation strategies, such as coping inflexibility and self-undermining. In addition, when job strain increases, employees are less likely to use adaptive self-regulation strategies, such as job stress recovery and job crafting. It follows that when the job becomes more stressful, stable resources become more important. Organizational resources such as human resource practices and healthy leadership may help employees to regulate their short-term fatigue and avoid enduring burnout. Furthermore, key personal resources like emotional intelligence and proactive personality may help employees to recognize and regulate their fatigue in an effective way.Conclusion: The proposed model of burnout expands JD-R theory and offers important practical implications for the prevention and reduction of burnout.
Overview
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Written from the paper’s full text.
TL;DR
This theoretical article integrates Job Demands–Resources (JD-R) theory with self-regulation to propose a multilevel model in which high job demands and low job resources, combined with failed self-regulation, translate acute job strain into enduring burnout. It proposes organizational resources (HR practices, healthy leadership) and key personal resources (emotional intelligence, proactive personality) as remedies.
Key findings
- Burnout is conceptualized as chronic exhaustion, cynicism, and reduced professional efficacy; it is caused by high job demands and low job resources, with job resources buffering the demands–burnout link (e.g., Bakker et al., 2005).
- The model proposes that increasing job strain leads to more maladaptive self-regulation (coping inflexibility, self-undermining) and less adaptive self-regulation (recovery, job crafting), creating feedback loops that accumulate strain into enduring burnout (Propositions 1–10).
- Remedies include HR practices (monitoring, recovery training, job crafting training, personnel selection) and healthy/transformational/empowering/autonomy-supportive leadership, plus key personal resources such as emotional intelligence and proactive personality (Propositions 11–16).
- Cited intervention meta-analyses show small effects: Maricuţoiu et al. (2016) found effects on exhaustion d = .17, general burnout d = .22, cynicism d = .04, and reduced professional efficacy d = −.02; Dreison et al. (2018) found Hedges’ g = .13; Panagioti et al. (2017) found d = 0.31; West et al. (2016) reported individual-focused z = 3.74 and organizational z = 3.36.
Methods
- Theoretical article: synthesizes JD-R, coping, and self-regulation literatures to propose a multilevel model of burnout; no primary data are collected.
- Reviews prior burnout causes, consequences, and intervention meta-analyses, then formulates 17 propositions and presents Figure 1 with maladaptive and adaptive regulation feedback loops.
- Main analysis is conceptual integration; the paper calls for future research using repeated short-term and long-term assessments, including measurement-burst designs.
Limitations
- The paper states the list of self-regulation strategies is not exhaustive, stable organizational or personal demands are not included, and future research is needed on timing/tipping points and how long burnout takes to develop.
- The paper states most burnout research is cross-sectional and focused on relatively healthy employees with mild symptoms, making the development of burnout unclear; intervention effects are usually small and often do not address structural causes.
- Evident from the text: as a theoretical article, the proposed propositions are not empirically tested here, and there is no primary sample or statistical analysis.
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Claims the paper makes
83 Own interpretation · 49 No full text of the sources · 29 Not checked yet · 21 Sources not found · 4 Partly supported · 2 Supported · 2 Couldn’t confirm · 1 No basis given · accuracy not yet measured
The cited sources that could be checked couldn’t confirm or dispute this claim.
In the paper
“Bakker and Wang (2019) found that employees with higher scores on burnout (exhaustion and cynicism) were more likely to show self-undermining behaviors (visible to others).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Self-undermining
What the sources say
- Could not verifycites Bakker & Wang, 2019 sourceExperimental — accuracy not yet measured
The passages labeled Abstract contain bibliographic metadata, not findings about burnout or self-undermining behavior. Searches for exhaustion, cynicism, and behavior visible to others found no passage in our copy reporting the claimed association. (LLM, conf=0.76)
plaincorrelational- Asserted: passes — The authors put it forward as true.
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- Could not verify
Every source the paper cites for this claim was checked and supports it.
In the paper
“The interventions resulted in small but favorable effects on provider burnout (Hedges' g = .13).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Burnout interventions
What the sources say
- Supportedcites Dreison et al., 2018 source
The Abstract reports that interventions for mental health workers had a small positive effect on provider burnout (Hedges’ g = .13). The ‘Burnout Intervention Effect Sizes across Intervention Types’ section identifies .13 as the mean composite within-subjects effect from pretest to first posttest. (LLM, conf=0.95)
plaindirectn = 7- Asserted: passes — The authors put it forward as true.
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- Supported
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In the paper
“Previous research has indeed shown that burnout is positively related to the (over)use of emotion-focused coping (e.g., Antoniou et al., 2013;Chwalisz et al., 1992).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Coping inflexibility
What the sources say
- Partly supportedcites Antoniou et al., 2013 sourceExperimental — accuracy not yet measured
The Introduction defines avoidance as one form of emotion-oriented coping. The Discussion reports that avoidance predicts emotional exhaustion and depersonalization, two components of burnout. It does not establish the same relationship for emotion-focused coping as a whole or specifically for its overuse. Page numbers are unavailable in our copy. (LLM, conf=0.85)
- Not checked — no full text of the sourcecites Chwalisz et al., 1992 source
boostedcorrelational- Asserted: passes — The authors put it forward as true.
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- Partly supported
Every source the paper cites for this claim was checked and supports it.
In the paper
“Moderator analyses suggested that person-directed interventions were more effective in reducing emotional exhaustion than organization-directed interventions.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Burnout interventions
What the sources say
- Supportedcites Dreison et al., 2018 source
The Comparison of Intervention Types section reports that person-directed interventions were more effective than organization-directed interventions at targeting emotional exhaustion (Qbetween = 6.70, p = .010). The Discussion likewise describes them as more effective at reducing emotional exhaustion. (LLM, conf=0.95)
hedgeddirectn = 7- Asserted: passes — The authors put it forward as true.
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- Based: passes — The paper gives a reason why it holds.
- Supported
The cited sources support only part of this claim — read each source’s verdict below.
In the paper
“several studies indeed demonstrated that depression and anxiety are positively related to coping inflexibility (Kato, 2012;Stange et al., 2017).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Coping inflexibility
What the sources say
- Not checked — no full text of the sourcecites Kato, 2012 source
- Partly supportedcites Stange et al., 2017 sourceExperimental — accuracy not yet measured
The Coping Flexibility section (Empirical evidence; page not available) reports that greater coping inflexibility was associated with higher depressive symptoms in several studies. The passages do not report a corresponding association with anxiety, so the anxiety portion is unsupported by this source. (LLM, conf=0.86)
boostedcorrelational- Asserted: passes — The authors put it forward as true.
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The cited sources that could be checked couldn’t confirm or dispute this claim.
In the paper
“Transformational leaders also satisfy their followers' basic needs by providing them with tasks that match their abilities, feedback, support, and job control (Hetland et al., 2015).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Leadership
What the sources say
- Could not verifycites Hetland et al., 2015 sourceExperimental — accuracy not yet measured
The indexed copy shows the paper’s title and bibliographic metadata, but no substantive passage about how transformational leaders fulfill followers’ needs. Searches for matching tasks, feedback, support, and job control, including related terms such as autonomy and competence, found no passage addressing those mechanisms. (LLM, conf=0.72)
plaindirect- Asserted: passes — The authors put it forward as true.
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- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
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- Could not verify
In the paper
“there are four different experiences that help to recover from work-related effort: (a) psychological detachmentnot thinking about work during nonwork time; (b) relaxationhaving a low activation level; (c) masteryfacing a positive challenge to learn something new; and (d) controlhaving a feeling of control over nonwork time (Sonnentag & Fritz, 2007).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Recovery
What the sources say
- Not checked yetcites Sonnentag & Fritz, 2007 source
plaindirect- Asserted: passes — The authors put it forward as true.
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- Load-bearing: passes — The paper’s conclusions depend on it.
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A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“the more job strain or burnout symptoms individuals experience, the less able they will be to select a coping strategy that correctly matches the situational demands and monitor whether the chosen coping strategy is effective.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Coping inflexibility
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Thus, when individuals have a positive belief system and have access to many personal resources, they are less likely to experience job stress and burnout.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Causes of burnout
hedgedcorrelational- Asserted: passes — The authors put it forward as true.
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In the paper
“the negative emotions (e.g., anger, sadness, irritation) experienced by employees under stress narrow their thoughtaction repertoires (Fredrickson, 2003).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Maladaptive self-regulation
What the sources say
- Not checked — no full text of the sourcecites Fredrickson, 2003 source
plaindirect- Asserted: passes — The authors put it forward as true.
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- It may state two separate claims as one. 57
- Probably not a substantial claim. 33
The cited sources support only part of this claim — read each source’s verdict below.
In the paper
“Coping inflexibility impairs the ability to adjust to stressors and increases vulnerability for depression (Stange et al., 2017).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Coping inflexibility
What the sources say
- Partly supportedcites Stange et al., 2017 sourceExperimental — accuracy not yet measured
The Coping Flexibility section links difficulty changing coping strategies to poorer adjustment to stressful situations and possible vulnerability to depression. But its conclusion says these findings suggest a protective role for flexibility and that more research is needed before making strong vulnerability claims; the citing sentence presents that link as established. (LLM, conf=0.86)
plaindirect- Asserted: passes — The authors put it forward as true.
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It may state two separate claims as one.
- Partly supported
The cited sources support only part of this claim — read each source’s verdict below.
In the paper
“it fosters agentic employee work behaviors and reduces employee job strain and burnout (Slemp et al., 2018).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Leadership
What the sources say
- Partly supportedcites Slemp et al., 2018 sourceExperimental — accuracy not yet measured
The Results (Relations of leader autonomy support to employee outcomes; page unavailable) report a positive correlation with proactive behavior and negative correlations with work stress and burnout. These support the claimed directions, but the paper’s Limitations section says most included studies were cross-sectional and calls for further research to establish causation. Thus, “fosters” and “reduces” state the effects more definitively than this meta-analysis supports. (LLM, conf=0.88)
plaindirect- Asserted: passes — The authors put it forward as true.
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- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
- Partly supported
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Key personal resources like emotional intelligence and proactive personality help employees to recognize and regulate their fatigue in a timely and effective way so that burnout is prevented.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Abstract
plaindirect- Asserted: passes — The authors put it forward as true.
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Probably not a substantial claim. The paper may give no reason why it holds.
A claim is checked only against the cited paper’s full text, never its abstract, and none is available for its sources.
In the paper
“It is therefore not surprising that burnout (particularly exhaustion) is positively related to employee absenteeism (Toppinen-Tanner et al., 2005), and negatively related to job performance as reported by the supervisor, colleagues, and clients (Taris, 2006).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Consequences of burnout
What the sources say
plaincorrelational- Asserted: passes — The authors put it forward as true.
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- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
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It may state two separate claims as one.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“The central argument is that burnout is the result of poor working conditions combined with failed self-regulation.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Abstract
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
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It may state two separate claims as one.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“When employees are repeatedly exposed to high job demands, they will experience higher levels of strain, and they have more reason to engage in recovery activities after work.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Recovery
plaindirect- Asserted: passes — The authors put it forward as true.
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- Based: fails — The paper may give no reason why it holds.
Probably not a substantial claim. The paper may give no reason why it holds. It may state two separate claims as one.
A claim is checked only against the cited paper’s full text, never its abstract, and none is available for its sources.
In the paper
“It can best be understood as a continuum ranging from acute fatigue that occurs after a day of hard work (and that disappears after a relatively short recovery period), to a severe and persistent form of exhaustion and accompanying problems, such as mental distancing from work, cognitive problems, and impaired mood that occurs after a long period of exposure to high job demands (and that only dis”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Abstract
What the sources say
plain- Asserted: passes — The authors put it forward as true.
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Probably not a substantial claim.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Notably, the proposed model suggests that such interventions become more important with increasing job strain when employees progress from one burnout phase (e.g., mild symptoms) to the next phase (e.g., enduring or more severe levels of burnout).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Abstract
hedgedcorrelational- Asserted: passes — The authors put it forward as true.
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Probably not a substantial claim. The paper may give no reason why it holds.
In the paper
“Shin et al. (2014) found in their metaanalysis of 36 studies that burnout is negatively related to problem-focused coping (e.g., social support seeking, reappraisal), and positively related to emotion-focused coping (e.g., wishful thinking, denial, self-blame).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Coping inflexibility
What the sources say
- Not checked — no full text of the sourcecites Shin et al., 2014 source
plaincorrelational- Asserted: passes — The authors put it forward as true.
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It may state two separate claims as one.
In the paper
“Job resources are less strongly (negatively) related to burnout than job demands, but show a consistent negative relationship with the cynicism component of burnout (Demerouti et al., 2001).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Causes of burnout
What the sources say
- Not checked — no full text of the sourcecites Demerouti et al., 2001 source
plaincorrelational- Asserted: passes — The authors put it forward as true.
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It may state two separate claims as one.
In the paper
“when employees experience higher job strain levels, they find it more difficult to concentrate and make more work-related mistakes (Van der Linden et al., 2005).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Maladaptive self-regulation
What the sources say
- Not checked — no full text of the sourcecites Van der Linden et al., 2005 source
plaindirect- Asserted: passes — The authors put it forward as true.
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In the paper
“The findings indicated that both individual-focused (z = 3.74) and organizational interventions (z = 3.36) can be effective in reducing physician exhaustion.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Burnout interventions
What the sources say
- Not checked — no full text of the sourcecites West et al., 2016 source
hedgeddirect- Asserted: passes — The authors put it forward as true.
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- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
In the paper
“According to JD-R theory, self-undermining is the consequence of high levels of job strain and may be the fuel of a vicious cycle of high job demands and strain.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Self-undermining
What the sources say
- Not checked — no full text of the sourcecites Bakker & Costa, 2014 source
hedgedconditional- Asserted: passes — The authors put it forward as true.
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It may state two separate claims as one.
A claim is checked only against the cited paper’s full text, never its abstract, and none is available for its sources.
In the paper
“Particularly workload, role ambiguity, role conflict, role stress, stressful events, and work pressure seem important (for meta-analyses, see Alarcon, 2011;Lee & Ashforth, 1996).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Causes of burnout
What the sources say
hedgeddirect- Asserted: passes — The authors put it forward as true.
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It may state two separate claims as one.
In the paper
“The results showed significant but small effects on exhaustion (d = .17)and general burnout (d = .22),but not on cynicism (depersonalization; d = .04)or reduced professional efficacy (d = -.02).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Burnout interventions
What the sources say
- Not matchedcites Maricuţoiu et al., 2016
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
plain- Asserted: passes — The authors put it forward as true.
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- Not matched
A claim is checked only against the cited paper’s full text, never its abstract, and none is available for its sources.
In the paper
“In addition, we discuss job stress recovery and job crafting as adaptive self-regulation strategies.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Abstract
What the sources say
plain- Asserted: passes — The authors put it forward as true.
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It may state two separate claims as one.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Unfortunately, individuals are less likely to engage in adaptive self-regulation cognitions and behaviors with increasing levels of job strain or burnout (see Figure 1).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Adaptive self-regulation
hedgedcorrelational- Asserted: passes — The authors put it forward as true.
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Probably not a substantial claim. The paper may give no reason why it holds.
In the paper
“Self-undermining behaviors may take the form of poor communication, careless mistakes, and interpersonal conflicts.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Self-undermining
What the sources say
- Not checked — no full text of the sourcecites Bakker & Costa, 2014 source
hedged- Asserted: passes — The authors put it forward as true.
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Probably not a substantial claim. The paper’s conclusions may not depend on it.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“we propose that job strain not only leads to more maladaptive self-regulation cognitions and behaviors such as inflexible coping and self-undermining (right side), but also to fewer adaptive self-regulation strategies such as job stress recovery and job crafting (Figure 1, left side).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > JD-R theory and self-regulation
plaindirect- Asserted: passes — The authors put it forward as true.
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- Based: unclear — It is unclear why the paper says it holds.
It may state two separate claims as one.
In the paper
“For example, Bakker et al. (2005) showed that work overload, emotional demands, physical demands, and work-home interference did not result in increased levels of burnout when employees experienced job autonomy, received feedback, had access to social support, or had developed a highquality relationship with their supervisor.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Causes of burnout
What the sources say
- Not checked — no full text of the sourcecites Bakker et al., 2005 source
plain- Asserted: passes — The authors put it forward as true.
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None of the sources cited for this claim have been checked yet.
In the paper
“Burnout was related to an increased prevalence of depressive and anxiety disorders, as well as alcohol dependence.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Consequences of burnout
What the sources say
- Not checked yetcites Ahola, 2007
Checked before — its earlier verdict is held back until a new check runs.
plaincorrelational- Asserted: passes — The authors put it forward as true.
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- Not checked yet
In the paper
“Meta-analytic research has shown that these four strategies indeed reduce feelings of fatigue and increase feelings of energy (Bennett et al., 2018).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Recovery
What the sources say
- Not checked — no full text of the sourcecites Bennett et al., 2018 source
boosteddirect- Asserted: passes — The authors put it forward as true.
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It may state two separate claims as one.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Unfortunately, people with more stress are less able to detach and relax.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Recovery
plaindirect- Asserted: passes — The authors put it forward as true.
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Probably not a substantial claim. The paper may give no reason why it holds.
A claim is checked only against the cited paper’s full text, never its abstract, and none is available for its sources.
In the paper
“the research evidence indicates that when employees are exposed to high job demands and experience high levels of job strain, they are less likely to engage in recovery activities and less able to recuperate (e.g., Kinnunen & Feldt, 2013;Sonnentag, 2012).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Recovery
What the sources say
hedgeddirect- Asserted: passes — The authors put it forward as true.
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In the paper
“Sonnentag and Fritz (2007) argue that it is not the specific activities that help one to recover from job stress, but rather their underlying attributes.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Recovery
What the sources say
- Not checked yetcites Sonnentag & Fritz, 2007 source
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“We also propose how enduring burnout may amplify short-term job strain processes in a progressive wayfrom day to day.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Abstract
hedgedconditional- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: fails — The paper may give no reason why it holds.
Probably not a substantial claim. The paper may give no reason why it holds.
None of the sources cited for this claim have been checked yet.
In the paper
“Moreover, the burnout syndrome is an independent risk factor for type 2 diabetes and physician-diagnosed myocardial infarctions (Ahola & Hakanen, 2014), and increases the risk of all-cause mortality or premature death (e.g., Ahola et al., 2010).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Consequences of burnout
What the sources say
- Not matchedcites Ahola & Hakanen, 2014
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
- Not checked — no full text of the sourcecites Ahola et al., 2010 source
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
- Not matched
None of the sources cited for this claim have been checked yet.
In the paper
“If available, job resources can fulfill psychological needs and buffer the impact of job demands on burnout.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Causes of burnout
What the sources say
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
None of the sources cited for this claim have been checked yet.
In the paper
“several studies in occupational health psychology have shown that job demands and job strain are reciprocal: job demands are the causal predictors of various stress responses (exhaustion, burnout, health complaints), but job strain is also a causal predictor of job demands (Tang, 2014).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Self-undermining
What the sources say
- Not checked yetcites Tang, 2014 source
Checked before — its earlier verdict is held back until a new check runs.
boosteddirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
- Not checked yet
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Moreover, it is conceivable that with progressive levels of burnout, individuals will need to compensate more in order to reach their performance goals.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > From job strain to enduring burnout
hedgedconditional- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“In the present paper, we argue that HR practices may also buffer the impact of job strain on maladaptive self-regulation (avoidance coping and self-undermining) and establish a positive link between job strain and adaptive self-regulation (recovery, job crafting).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Human resource practices
hedgedconditional- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: unclear — It is unclear why the paper says it holds.
It may state two separate claims as one.
None of the sources cited for this claim have been checked yet.
In the paper
“Individuals with a high level of EI generally possess excellent emotion appraisal and coping skills, and therefore their experience of stress from emotionally demanding events is reduced (Pekaar et al., 2018a;Zeidner et al., 2008).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Emotional intelligence
What the sources say
- Not matchedcites Pekaar et al., 2018a
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
- Not checked — no full text of the sourcecites Zeidner et al., 2008 source
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
- Not matched
None of the sources cited for this claim have been checked yet.
In the paper
“Research has shown that such training can be effective and increase sleep-quality, feelings of mastery, and self-efficacy (Hahn et al., 2011;Siu et al., 2014).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Human resource practices
What the sources say
- Not checked — no full text of the sourcecites Hahn et al., 2011 source
- Not matchedcites Siu et al., 2014
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Over time, the failure to self-regulate job strain further aggravates the problem because when a person does not regulate feelings of stress and fatigue, this will result in more daily job demands and fewer job and personal resources.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > New remedies for burnout
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: fails — The paper may give no reason why it holds.
Probably not a substantial claim. The paper may give no reason why it holds. It may state two separate claims as one.
- The authors state this as an assumption: The combination of high daily job demands and low daily resources is responsible for daily job strain, which results in more maladaptive and less adaptive self-regulation cognitions and behaviors.
In the paper
“Moreover, in other research these authors found that social work trainees who were able to recognize their own emotions (including fatigue) engaged in more emotion regulation behaviors and more often proactively asked for social support, coaching, and feedback (i.e., job crafting), resulting in higher levels of well-being (Pekaar et al., 2018a).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Emotional intelligence
What the sources say
- Not matchedcites Pekaar et al., 2018a
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
- Not matched
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“High EI individuals will presumably also be well able to recognize their own job strain and fatigue, and consequently be able to regulate their strain (Figure 1).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Emotional intelligence
hedgedconditional- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“When leaders take perspective and show individual attention, they recognize the personal needs of their followers, and may use one-on-one coaching and mentoring to reduce job demands and job strain.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Leadership
hedgedconditional- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
In the paper
“Van Wingerden et al. (2017) showed that a job crafting intervention among teachers resulted in an increase of performance feedback, opportunities for professional development, self-efficacy, and job performance measured one year later.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Job crafting
What the sources say
- Not matchedcites Van Wingerden et al. (2017)
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
- Not matched
None of the sources cited for this claim have been checked yet.
In the paper
“For instance, individuals with a more optimistic and proactive personality (key resources) are more likely to begin a difficult task and more prone to actively seek support for completing their tasks (Hardré, 2003).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Key personal resources
What the sources say
- Not checked yetcites Hardré, 2003 source
Checked before — its earlier verdict is held back until a new check runs.
hedgedcorrelational- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
- Not checked yet
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Proposition 12. HR practices moderate the negative relationships between job strain and (a) recovery and (b) job crafting.These relationships will become positive when an organization implements HR practices that foster adaptive self-regulation (personnel selection, job stress recovery training, job crafting training).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Human resource practices
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: fails — The paper may give no reason why it holds.
Probably not a substantial claim. The paper may give no reason why it holds.
In the paper
“For example, in a study among 81 home care organizations and more than 26,000 nurses, Taris et al. (2003) showed that various organizational interventions, such as employee participation in the planning of tasks, new protocols, task restructuring, and on-the-job training improved job demands and resources and resulted in reduced job strain (exhaustion) over a period of two-anda-half years.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Human resource practices
What the sources say
- Not checked — no full text of the sourcecites Taris et al. (2003) source
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“When employees experience job strain, they show avoidance coping and self-undermining, resulting in more job demands and more job strain.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Discussion
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: unclear — It is unclear why the paper says it holds.
It may state two separate claims as one.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Proposition 11.HR practices moderate the positive relationships between job strain and (a) avoidance coping and (b) self-undermining.These relationships will be weaker when an organization implements HR practices that foster adaptive self-regulation (personnel selection, job stress recovery training, job crafting training).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Human resource practices
plaincorrelational- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: fails — The paper may give no reason why it holds.
Probably not a substantial claim. The paper may give no reason why it holds.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Furthermore, two key personal resources will be discussed that help employees to deal effectively with daily job strainemotional intelligence and proactive personality.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > New remedies for burnout
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: fails — The paper may give no reason why it holds.
Probably not a substantial claim. The paper may give no reason why it holds.
In the paper
“Bakker and Costa (2014) have argued that when employees experience enduring and severe levels of burnout, they are less well able to deal with daily job demands, and less able to utilize the available job resources.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > From job strain to enduring burnout
What the sources say
- Not checked — no full text of the sourcecites Bakker and Costa (2014) source
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. It may state two separate claims as one.
None of the sources cited for this claim have been checked yet.
In the paper
“Such higher-order personal resources facilitate the mobilization of other resources, and they make the use of other resources more effective.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Key personal resources
What the sources say
- Not checked — no full text of the sourcecites Thoits, 1994 source
- Not matchedcites Ten Brummelhuis & Bakker, 2012b
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“By engaging in recovery activities and by optimizing their job characteristics, employees generate personal and job resources that can be used to deal with job demands, which will lead to lower job strain.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Proactive personality
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
None of the sources cited for this claim could be matched to a paper in Crossref, so there is nothing to check it against.
In the paper
“Research in the area of human resources management that has used the JD-R framework has shown that human resource (HR) practices can have an important impact on job demands and resources, and may indirectly influence employee well-being (Bakker & Demerouti, 2018;Peccei & van de Voorde, 2019).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Human resource practices
What the sources say
- Not matchedcites Bakker & Demerouti, 2018
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
- Not matchedcites Peccei & van de Voorde, 2019
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
hedgedconditional- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
- Not matched
In the paper
“Moreover, they discovered that those with a proactive personality are more likely to have objective and subjective career success.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Proactive personality
What the sources say
- Not checked — no full text of the sourcecites Fuller and Marler (2009) source
hedgedcorrelational- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it.
In the paper
“Pekaar et al. (2018b) found that this form of emotional intelligence was predictive of reduced stress, increased work engagement, and improved objective performance.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Emotional intelligence
What the sources say
- Not matchedcites Pekaar et al. (2018b)
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
plaincorrelational- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
- Not matched
None of the sources cited for this claim have been checked yet.
In the paper
“In addition, personal demands like workaholism and perfectionism may act in a similar way, and facilitate loss spirals of job demands and burnout (e.g., Harari et al., 2018;Hill & Curran, 2016).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Further extensions of the proposed model
What the sources say
hedgedconditional- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
None of the sources cited for this claim have been checked yet.
In the paper
“As a consequence, employees will not be able to deal adequately with their future day-to-day job demands, erode their personal resources (Hahn et al., 2011), and lack the energy needed to mobilize their job resources such as social support and feedback (Bakker & Oerlemans, 2019).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Recovery
What the sources say
- Not checked — no full text of the sourcecites Hahn et al., 2011 source
- Not matchedcites Bakker & Oerlemans, 2019
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Thus, compensatory effort will further exhaust employees already at risk for burnout, and increases the risk of maladaptive regulation.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > From job strain to enduring burnout
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
None of the sources cited for this claim have been checked yet.
In the paper
“When job demands increase and persist to be very high, employees may no longer be able to use adaptive self-regulation strategies and may enter a loss spiral of strain and health impairment (Bakker & Demerouti, 2017, 2018;Demerouti et al., 2019).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Discussion
What the sources say
- Not matchedcites Bakker & Demerouti, 2017, 2018
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
- Not checked — no full text of the sourcecites Demerouti et al., 2019
hedgedconditional- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
- Not matched
None of the sources cited for this claim have been checked yet.
In the paper
“It is conceivable that other self-regulation strategies such as strengths use, playful work design, and proactive vitality management (Bakker & Van Woerkom, 2017) will also be effective in dealing with job strain.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Further extensions of the proposed model
What the sources say
- Not checked yetcites Bakker & Van Woerkom, 2017 source
Checked before — its earlier verdict is held back until a new check runs.
hedgedconditional- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it.
- Not checked yet
In the paper
“Relatedly, emotional labor theory proposes that the necessity to regulate emotions at work is associated with increased job strain but not for high-EI employees who tend to choose the most effective emotion regulation strategies to deal with their own emotions (Grandey & Melloy, 2017).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Emotional intelligence
What the sources say
- Not checked — no full text of the sourcecites Grandey & Melloy, 2017 source
plaincorrelational- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Moreover, employees who experience strain show impaired recovery and reduced job crafting, resulting in a lack of personal and job resources as well as a lack of challenges over time.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Discussion
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: unclear — It is unclear why the paper says it holds.
It may state two separate claims as one.
In the paper
“These, in turn, were positively associated with their health-promoting leadership behaviors, which ultimately went along with better employee well-being (reduced exhaustion and increased engagement).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Leadership
What the sources say
- Not matchedcites Kaluza et al. (2020)
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
plaincorrelational- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
- Not matched
None of the sources cited for this claim have been checked yet.
In the paper
“Whereas work engagement is a positive outcome and predictor of job crafting (Bakker & Demerouti, 2017;Tims et al., 2015), the relationship between job strain and job crafting is negative.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Job crafting
What the sources say
- Not checked — no full text of the sourcecites Bakker & Demerouti, 2017 source
- Not matchedcites Tims et al., 2015
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“For example, in organizations with a toxic, workaholic culture and/or a chronic high workload, the undesirable impact of daily job strain on maladaptive and adaptive self-regulation strategies may be stronger.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Further extensions of the proposed model
hedgedconditional- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: fails — The paper may give no reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it. The paper may give no reason why it holds.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Organizations may reduce and prevent job strain and burnout by providing stable resources in the form of HR practices and healthy leadership.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Discussion
hedgedconditional- Asserted: passes — The authors put it forward as true.
- Checkable: fails — It may be too vague to check against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: fails — The paper may give no reason why it holds.
Probably not a substantial claim. It may be too vague to check against evidence. The paper may give no reason why it holds.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Since individuals with a proactive personality are likely to take initiative, they can be expected to respond actively to stressful job demands.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Proactive personality
hedgedconditional- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: unclear — It is unclear why the paper says it holds.
It may state two separate claims as one.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Thus, when job demands continue to be high and result in job strain, proactive individuals will take charge, avoid maladaptive self-regulation, and engage in adaptive self-regulation (see Figure 1).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Proactive personality
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
In the paper
“Moreover, the training resulted in increased self-efficacy and a stronger intention to promote mental health at work.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Leadership
What the sources say
- Not matchedcites Dimoff et al. (2016)
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
plaindirectn = 2- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
- Not matched
A claim is checked only against the cited paper’s full text, never its abstract, and none is available for its sources.
In the paper
“Indeed, research has shown that EI has a positive relationship with well-being and job performance (for meta-analyses, see Martins et al., 2010;O'Boyle et al., 2011).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Emotional intelligence
What the sources say
plaincorrelational- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Emotional intelligence seems a key personal resource that is able to moderate the link between job strain and (a) maladaptive self-regulation, and (b) adaptive self-regulation.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Emotional intelligence
hedgedcorrelational- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Similarly, key personal resources may help employees to recognize and regulate their fatigue in an effective way.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Conclusion
hedgedconditional- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: fails — The paper may give no reason why it holds.
Probably not a substantial claim. The paper may give no reason why it holds.
In the paper
“According to Crant (2000), proactivity has a positive impact on employee attitudes and behaviors because proactive individuals identify or create opportunities that produce favorable conditions for individual or team effectiveness.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Proactive personality
What the sources say
- Not checked — no full text of the sourcecites Crant (2000) source
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it.
In the paper
“Hockey (1997) has argued that performance may be protected under stress by recruiting further resources, but only at the expense of increased effortwhich comes with behavioral and physiological costs.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > From job strain to enduring burnout
What the sources say
- Not matchedcites Hockey (1997)
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
plainconditional- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim.
- Not matched
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Proposition 14. Leadership moderates the negative relationships between job strain and (a) recovery and (b) job crafting.These relationships will become positive when leaders recognize and help regulate employee job strain.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Leadership
plaincorrelational- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: fails — The paper may give no reason why it holds.
Probably not a substantial claim. The paper may give no reason why it holds.
In the paper
“Fuller and Marler (2009) meta-analyzed the findings from 107 independent studies, and found that proactive personality is positively related to taking charge/voice behavior as well as supervisor-rated job performance.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Proactive personality
What the sources say
- Not checked — no full text of the sourcecites Fuller and Marler (2009) source
plaincorrelational- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
None of the sources cited for this claim have been checked yet.
In the paper
“Research has provided strong evidence for the contention that transformational leadership has a positive impact on follower work engagement and performance (Breevaart et al., 2016;Wang et al., 2011).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Leadership
What the sources say
- Not matchedcites Breevaart et al., 2016
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
- Not checked — no full text of the sourcecites Wang et al., 2011 source
boosteddirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
- Not matched
None of the sources cited for this claim have been checked yet.
In the paper
“Ten Brummelhuis et al. (2011) found in their two-year followup study that employees who scored higher on burnout reported a stronger decrease in social support, a stronger reduction in job autonomy and information, and less opportunities to participate in decision-making (see also, De Beer et al., 2013).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Job crafting
What the sources say
plaincorrelational- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“The proposed burnout model (Figure 1) clearly shows how behavioral strategies may create a feedback system, and set a chain of events in motion that transform mild burnout symptoms into enduring and more severe levels of burnout.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > From job strain to enduring burnout
boostedconditional- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: fails — The paper may give no reason why it holds.
Probably not a substantial claim. The paper may give no reason why it holds. It may state two separate claims as one.
- The authors state this as an assumption: The combination of high daily job demands and low daily resources is responsible for daily job strain, which results in more maladaptive and less adaptive self-regulation cognitions and behaviors.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“When personal demands are very high, it will be difficult for employees to use effective recovery strategies, because they will be constantly highly involved in work and find it difficult to detach.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Further extensions of the proposed model
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: fails — The paper may give no reason why it holds.
Probably not a substantial claim. The paper may give no reason why it holds.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Furthermore, we did not include stable organizational or personal demands in the model, although such demands may play a significant role and facilitate maladaptive self-regulation cognitions and behaviors.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Further extensions of the proposed model
hedgedconditional- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: fails — The paper may give no reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it. The paper may give no reason why it holds.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Taken together, several recent meta-analyses indicate that both individual and organizational interventions can reduce burnout symptoms.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Conclusion
hedgeddirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Accordingly, daily job demands evoke strain and lead to more maladaptive and less adaptive self-regulation cognitions and behaviors.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Discussion
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: fails — The paper may give no reason why it holds.
Probably not a substantial claim. The paper may give no reason why it holds.
- The authors state this as an assumption: The combination of high daily job demands and low daily resources is responsible for daily job strain, which results in more maladaptive and less adaptive self-regulation cognitions and behaviors.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Proposition 13.Leadership moderates the positive relationships between job strain and (a) avoidance coping and (b) self-undermining.These relationships will be weaker when leaders recognize and help regulate employee job strain.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Leadership
plaincorrelational- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: fails — The paper may give no reason why it holds.
Probably not a substantial claim. The paper may give no reason why it holds.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Accordingly, when employees are confronted with increased job strain, they are more likely to use maladaptive self-regulation strategies (avoidance, self-undermining), and less likely to use adaptive self-regulation strategies (recovery, job crafting).”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Conclusion
hedgedconditional- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: unclear — It is unclear why the paper says it holds.
It may state two separate claims as one.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Organizational resources such as HR practices and healthy leadership may help employees to regulate their shortterm fatigue.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Conclusion
hedgedconditional- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: fails — The paper may give no reason why it holds.
Probably not a substantial claim. The paper may give no reason why it holds.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“A stronger focus on the specific job demands and resources responsible for burnout in organizational as well as individual interventions may result in stronger effects.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Conclusion
hedgedconditional- Asserted: passes — The authors put it forward as true.
- Checkable: fails — It may be too vague to check against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. It may be too vague to check against evidence.
- Rests on an assumption: Burnout interventions do not consider the structural causes of burnout in the work environment: high job demands and low job resources.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Burnout as a function of job demands, resources, and self-regulation.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Conclusion
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: fails — The paper may give no reason why it holds.
Probably not a substantial claim. The paper may give no reason why it holds.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Effective interventions combine organizational and individual approaches, and consider time as well as differences between individual employees.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Conclusion
plain- Asserted: passes — The authors put it forward as true.
- Checkable: fails — It may be too vague to check against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. It may be too vague to check against evidence. It may state two separate claims as one.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Another possible reason for the relative weak effects of burnout interventions is that all employees are treated in the same way.”
§ Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout > Conclusion
hedgedconditional- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: fails — The paper may give no reason why it holds.
Probably not a substantial claim. The paper may give no reason why it holds.
- Rests on an assumption: Burnout interventions have relatively weak effects.
- Rests on an assumption: Individual employees may be exposed to different levels of job demands and resources.
- Rests on an assumption: Individual employees may be in different stages or phases of job strain / burnout.
- Rests on an assumption: Individual employees may be more or less successful in using recovery and job crafting strategies.
- Rests on an assumption: Individual employees may differ in key personal resources, such as emotional intelligence and proactive personality.
The paper relies on this without support.
Previous research has generally ignored the roles of time and self-regulation.
“However, previous research has generally ignored the roles of time and self-regulation.”
The paper relies on this without support.
Most burnout studies use suboptimal designs, are overly concerned with the psychometric properties of burnout instruments, and are more descriptive than explanatory.
“While there are thousands of burnout studies published every year, most studies use suboptimal designs, are overly concerned with the psychometric properties of burnout instruments, and are more descriptive than explanatory.”
The paper relies on this without support.
Employees do not simply react to their leaders and work environment.
“However, employees do not simply react to their leaders and work environment.”
The authors state this as an assumption.
The combination of high daily job demands and low daily resources is responsible for daily job strain, which results in more maladaptive and less adaptive self-regulation cognitions and behaviors.
“The proposed burnout model assumes that the combination of high daily job demands and low daily resources is responsible for daily job strain, which results in more maladaptive and less adaptive selfregulation cognitions and behaviors.”
The paper relies on this without support.
Most burnout research has employed a cross-sectional design.
“Most burnout research has employed a cross-sectional design, which makes it impossible to learn about the development of burnout.”
The paper relies on this without support.
Most research has focused on individuals who are relatively healthy and who only report mild symptoms of burnout.
“Moreover, most research has focused on individuals who are relatively healthy and who only report mild symptoms of burnout.”
The paper relies on this without support.
The literature is not clear regarding how much time it takes to develop job burnout.
“First, the literature is not very clear regarding how much time it takes to develop job burnout.”
The paper relies on this without support.
Burnout interventions do not consider the structural causes of burnout in the work environment: high job demands and low job resources.
“do not consider the structural causes of burnout in the work environment: high job demands and low job resources.”
The paper relies on this without support.
Organizational interventions for burnout are usually limited to job training/education, leadership training, or modifications to work processes.
“the organizational interventions are usually limited to job training/education, leadership training, or modifications to work processes”
The paper relies on this without support.
Individual interventions for burnout use mindfulness, stress management, cognitive-behavioral techniques, or relaxation.
“individual interventions use mindfulness, stress management, cognitive-behavioral techniques, or relaxation”
The paper relies on this without support.
Burnout interventions have relatively weak effects.
“the relative weak effects of burnout interventions”
The paper relies on this without support.
Individual employees may be exposed to different levels of job demands and resources.
“individual employees may (a) be exposed to different levels of job demands and resources”
The paper relies on this without support.
Individual employees may be in different stages or phases of job strain / burnout.
“be in different stages or phases of job strain / burnout”
The paper relies on this without support.
Individual employees may be more or less successful in using recovery and job crafting strategies.
“be more or less successful in using recovery and job crafting strategies”
The paper relies on this without support.
Individual employees may differ in key personal resources, such as emotional intelligence and proactive personality.
“differ in key personal resources, such as emotional intelligence and proactive personality”
Claims other papers make about this one
Each is checked against this paper’s own text: does it say what the citing paper says it does?
The cited source says what the claim attributes to it.
In the citing paper
“This gradual stress process will eventually lead to lasting burnout [66], which is not conducive to the output of enterprise innovation and performance.”
From Structural Dimension Exploration and Measurement Scale Development of Employee Involution in China’s Workplace Field (2022) · cites this paper as [66]
Citations
Cites
Eysenck, H. J. (1985) · Behaviour Research and Therapy · doi:10.1016/0005-7967(85)90087-7 · Cited by 32,038
“Stress: appraisal and coping,”
Folkman, S. (2013) · Encyclopedia of Behavioral Medicine · doi:10.1007/978-1-4419-1005-9_215 · Cited by 27,833
The job demands-resources model of burnout.
Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001) · Journal of Applied Psychology · doi:10.1037/0021-9010.86.3.499 · Cited by 13,643 · cited 2×
“Job resources are less strongly (negatively) related to burnout than job demands, but show a consistent negative relationship with the cynicism component of burnout (Demerouti et al., 2001).”
BackgroundMaslach, C., Schaufeli, W. B., & Leiter, M. P. (2001) · Annual Review of Psychology · doi:10.1146/annurev.psych.52.1.397 · Cited by 12,852 · cited 2×
“What we have learned about burnout Burnout has been defined as a work-related syndrome characterized by chronic exhaustion, cynicism, and reduced professional efficacy (Maslach et al., 2001).”
BackgroundSalovey, P., & Mayer, J. D. (1990) · Imagination, Cognition and Personality · doi:10.2190/dugg-p24e-52wk-6cdg · Cited by 10,484
Job demands–resources theory: Taking stock and looking forward.
Bakker, A. B., & Demerouti, E. (2017) · Journal of Occupational Health Psychology · doi:10.1037/ocp0000056 · Cited by 6,979 · cited 5×
“Job resources refer to the physical, psychological, social, or organizational aspects of the job that help to achieve work goals, and encourage personal growth and development (Bakker & Demerouti, 2017).”
BackgroundInfluentialSelf-citationCrafting a Job: Revisioning Employees as Active Crafters of Their Work
Wrzesniewski, A., & Dutton, J. E. (2001) · The Academy of Management Review · doi:10.2307/259118 · Cited by 4,965 · cited 3×
“Job crafting refers to the proactive adjustments individuals make in their tasks, relationships, and cognitions in order to make their work less stressful and more meaningful (Wrzesniewski & Dutton, 2001).”
BackgroundThe proactive component of organizational behavior: A measure and correlates
Bateman, T. S., & Crant, J. M. (1993) · Journal of Organizational Behavior · doi:10.1002/job.4030140202 · Cited by 3,417 · cited 2×
“Proactive personality is defined as the “the relatively stable tendency to effect environmental change” (Bateman & Crant, 1993, p. 103).”
BackgroundA meta-analytic examination of the correlates of the three dimensions of job burnout
Lee, R. T., & Ashforth, B. E. (1996) · Journal of Applied Psychology · doi:10.1037/0021-9010.81.2.123 · Cited by 3,262 · cited 1×
“Particularly workload, role ambiguity, role conflict, role stress, stressful events, and work pressure seem important (for meta-analyses, see Alarcon, 2011; Lee & Ashforth, 1996).”
BackgroundTwo decades of research and development in transformational leadership
Bass, B. M. (1999) · European Journal of Work and Organizational Psychology · doi:10.1080/135943299398410 · Cited by 3,254 · cited 1×
“One leadership style that has featured in the literature for several decades is transformational leadership (Bass, 1999).”
Background
Research works printed but not linked: 5
- Bakker A. B., 2018, Handbook of well- being, 1
- Bakker, A. B., Demerouti, E. & Xanthopoulou, D. (2020). Too burned-out to deal with weekly job demands? A multilevel approach of employee well-being, coping, and self-undermining . Manuscript under review.
- Bakker A. B., 2019, International Journal of Stress Management
- De Beer L. T., 2013, South African Journal of Industrial Psychology, 39, 1
- Stange J. P., 2017, Clinical Psychology, 24, 245
Cited by
Sorted by citations
Items 401–500 of 1,648
Vicarious Trauma Scale: Psychometric Properties in a Sample of Social Workers from Spain
Fernández, F. J. A., Fernández, A. B. M., Posada, X. L., Álvarez, E. M., & Fernández, A. G. (2022) · Health & Social Work · doi:10.1093/hsw/hlac026 · Cited by 8
Siqi, Z., & Hong, W. (2023) · Frontiers in Psychology · doi:10.3389/fpsyg.2023.1283477 · Cited by 8
“Like job resources, it is a buffer against job demands (Tremblay and Messervey, 2011; Bakker and de Vries, 2020).”
BackgroundBurnout Syndrome and Emotional Labor in Leaders and Subordinates: A Dyad Analysis
Taube, M. E., Carlotto, M. S., Gondim, S. M. G., & de Carvalho, C. M. S. (2024) · Social Sciences · doi:10.3390/socsci13040211 · Cited by 8
“Prolonged exposure to high work demands triggers chronic exhaustion and psychological detachment, which play an important role in the development of BS (Bakker and de Vries 2021).”
BackgroundResultInfluentialVekeman, E., Tuytens, M., & Devos, G. (2024) · Educational Studies · doi:10.1080/03055698.2024.2369852 · Cited by 8
“…previous studies pointing at the coexistence of transformational leadership and SHRM (e.g. Vekeman, Devos, and Valcke 2016) and re-emphasises Bakker and de Vries (2021) conclusion that “organizations may foster well-being by providing stable resources in the form of HR practices and healthy…”
Ichsan, I., Santosa, S., Aulia, M. G., Rifai, I., & Munajat, N. (2025) · Nazhruna Jurnal Pendidikan Islam · doi:10.31538/nzh.v8i3.274 · Cited by 7
Liu, H., Xiao, Y., & Qu, H. (2025) · BMC Psychology · doi:10.1186/s40359-025-03291-x · Cited by 7
“This study is consistent with previous research on the impact of nurse second victim experiences and support on depression [28–30 , 35].”
Xia, Y., Liu, M., Zhang, W., & Liu, Y. (2025) · Journal of Business Research · doi:10.1016/j.jbusres.2025.115915 · Cited by 7
Kim, J. S., Gim, J., & Kim, H. (2025) · International Journal of Tourism Research · doi:10.1002/jtr.70148 · Cited by 7
Police Resilience as a Multilevel Balance: Needs and Resources for Victim Support Officers
Ruiz, I. E. D., Rué, A., & Jubany, O. (2022) · Police Quarterly · doi:10.1177/10986111221111322 · Cited by 7
Kemp, E., Anaza, N. A., Porter, M., Davis, C. D., & Jones, E. (2024) · Journal of Personal Selling and Sales Management · doi:10.1080/08853134.2024.2407804 · Cited by 7
“Furthermore, demand stressors can lead to mental resource depletion, or a drain on salespeople’s attention, concentration, and energy (Bakker and de Vries 2021; Salmon et al. 2014).”
Habtu, Y., Kumie, A., Selamu, M., Kaba, M., Harada, H., & Girma, E. (2025) · PLoS ONE · doi:10.1371/journal.pone.0319870 · Cited by 7
Emotional Intelligence for Effective Leadership
Bhopal, R., & Devi, R. (2023) · Advances in logistics, operations, and management science book series · doi:10.4018/979-8-3693-0418-1.ch004 · Cited by 7
Operational nursing managers’ experiences of clinical supervision at a Johannesburg Hospital
Shongwe, B. I., Downing, C., & Nene, S. E. (2024) · Curationis · doi:10.4102/curationis.v47i1.2521 · Cited by 7
“This view is further supported by Bakker and De Vries (2021:16), who argued when employees are confronted with increased job strain, they are more likely to use maladaptive self-regulation strategies such as avoidance and self-undermining.”
Arslan, İ. B., Lucassen, N., de Haan, A. D., Jongerling, J., Bakker, A. B., & Prinzie, P. (2023) · International Journal of Behavioral Development · doi:10.1177/01650254231152422 · Cited by 7
Self-citationNayak, S., & Budhwar, P. S. (2025) · Journal of Managerial Psychology · doi:10.1108/jmp-11-2023-0692 · Cited by 7
Responsible Work, Resilient Workforce: A Corporate Social Responsibility Knowledge‐Based Perspective
Cerchione, R., Liccardo, G., Rasool, S., Waheed, H., & Zeshan, M. (2025) · Corporate Social Responsibility and Environmental Management · doi:10.1002/csr.70178 · Cited by 7
Wu, J., Yang, W., Qi, J., & Zhang, W. (2026) · Humanities and Social Sciences Communications · doi:10.1057/s41599-026-06909-6 · Cited by 7
Gupta, R. K., Chaudhuri, M., Malik, P., & Kakkar, S. (2025) · Asia Pacific Journal of Public Administration · doi:10.1080/23276665.2025.2552106 · Cited by 7
“Consequently, limited discretion and weak fair processes cue prevention-focused responding and dampen promotion-focused engagement (Bakker & de Vries, 2021; Zhang et al., 2019).”
Réussir le télétravail : le rôle du leadership et la relation avec l’épuisement professionnel
Giunchi, M., Dolce, V., Vonthron, A.-M., & Ghislieri, C. (2024) · Psychologie du Travail et des Organisations · doi:10.1016/j.pto.2023.12.004 · Cited by 7
Analysis of the Impact of Job Burnout on Quality and Economic Benefits of Enterprises
Yanna, L., Yang, S., & Lin, Z. (2023) · Journal of Economics Management and Trade · doi:10.9734/jemt/2023/v29i91125 · Cited by 7
“We entrust that the direct consequence of employee job burnout at an enterprise or organization is the adverse effect on the quality and efficiency of its operation, which may lead to an increase in quality costs and a decrease in economic benefits of quality [18], [28], [42], [46] .”
BackgroundInfluentialHussain, A., Xia, X., Jameel, A., Sadiq, S., Kanwel, S., & Saleem, S. (2026) · BMC Psychology · doi:10.1186/s40359-026-04189-y · Cited by 7
“The Job Demands Resources JD-R model places self-efficacy as an individual resource that facilitates employees to manage job demands and thus remain engaged [74].”
Zamanzadeh, A., Eckert, M. C., Corsini, N., Adelson, P. L., & Sharplin, G. R. (2024) · Health Policy · doi:10.1016/j.healthpol.2024.105214 · Cited by 7
Omotoye, O. O., Olonade, Z. O., Olaniyan, T. S., & Olusesi, L. D. (2024) · Journal of Workplace Behavioral Health · doi:10.1080/15555240.2024.2441214 · Cited by 7
“However, in workplaces characterized by high levels of incivility, the availability of these resources may be insufficient, leading to an increased risk of emotional exhaustion among employees (Bakker & de Vries, 2021; Hobfoll et al., 2018).”
Transformational Leadership Skills among Nursing Managers
Salem, S. M., Ahmed, M. Z., & Aldahshan, M. (2022) · Menoufia Nursing Journal · doi:10.21608/menj.2022.226381 · Cited by 7
“High levels of stress cause physiological and psychological illnesses, poor occupational performance, low job satisfaction, high burnout and turnover, reducing quality of care and patient’s satisfaction (Bakker & De Vries, 2021).”
BackgroundPosada, X. L., Fernández, F. X. A., Álvarez, E. M., Fernández, A. B. M., & Fernández, A. G. (2022) · European Journal of Social Work · doi:10.1080/13691457.2022.2092072 · Cited by 7
Fernández, F. X. A., Posada, X. L., Fernández, A. B. M., Álvarez, E. M., & Fernández, A. G. (2022) · European Journal of Social Work · doi:10.1080/13691457.2022.2115465 · Cited by 7
Deng, L., Yang, D., Liang, G., Hu, C. H., & Zhang, P. (2025) · Frontiers in Public Health · doi:10.3389/fpubh.2025.1649342 · Cited by 7
McEwen, D., & Rowson, T. S. (2022) · Coaching An International Journal of Theory Research and Practice · doi:10.1080/17521882.2022.2030380 · Cited by 7
“At these times when coaches’ proactive behaviours may fall off and the focus becomes more on reactive self-management, not active management of self (Bakker & de Vries, 2020).”
BackgroundInfluentialVeith, C., Minciu, M., & Bojin, D. C. (2025) · Journal of theoretical and applied electronic commerce research · doi:10.3390/jtaer20020104 · Cited by 7
“The Job Demands–Resources (JD-R) model provides a robust framework for analyzing how work-related demands and resources influence employee outcomes such as well-being, productivity, and engagement [69].”
Falola, H. O., Joel, O. O., Akinbode, J. O., & Ojebola, O. O. (2025) · African Journal of Economic and Management Studies · doi:10.1108/ajems-03-2024-0203 · Cited by 7
González, E. Q., Marulanda, M. R., & Ospina-Cano, S. (2024) · Revista CEA · doi:10.22430/24223182.2853 · Cited by 7
Social support as a mediator between selected trait engagement and employee engagement
Okojie, G., Alam, A. S. A. F., Begum, H., Ismail, I. R., & Sadik‐Zada, E. R. (2024) · Social Sciences & Humanities Open · doi:10.1016/j.ssaho.2024.101080 · Cited by 7
Badaruddin, B., Ibrahim, I., & Fatmasari, F. (2025) · The South East Asian Journal of Management · doi:10.7454/seam.v19i1.1815 · Cited by 7
Investigating women’s work experience in hospitality with the job demands-resources theory
Zhong, Y. (2024) · Journal of Hospitality and Tourism Insights · doi:10.1108/jhti-05-2024-0408 · Cited by 6
Strydonck, I. V., Decramer, A., & Audenaert, M. (2024) · European Journal of Work and Organizational Psychology · doi:10.1080/1359432x.2024.2423433 · Cited by 6
“Emotional exhaustion, for instance, results from a prolonged exposure to job characteristics (Bakker & de Vries, 2021).”
Pickles, K. J., Houdmont, J., Smits, F., & Hill, B. (2024) · Veterinary Record · doi:10.1002/vetr.4957 · Cited by 6
“17 Similar to autistic doctors 6 and artistic performers, 8 participants frequently cited a lack of neurodiver-sity awareness among colleagues and microaggres-sions (indirect, subtle, or unintentional discrimination against members of a marginalised group) or discriminatory behaviour, highlighting…”
Hall, C., Pignata, S., Tié, M., Bezak, E., & Childs, J. T. (2024) · Sonography · doi:10.1002/sono.12417 · Cited by 6
“A second, 12-item cross-sectional questionnaire was designed using the JD-R Model 3,4 as an appropriate framework to further inform the focus group discussions.”
Self-regulation failure as a moderator of the pops–work outcomes relationships
Palmer, J. C., Hochwarter, W. A., Ma, S., Ferris, G. R., & Kiewitz, C. (2020) · Career Development International · doi:10.1108/cdi-04-2020-0085 · Cited by 6
Álvarez, E. M., Posada, X. L., Fernández, F. X. A., Fernández, A. B. M., & Fernández, A. G. (2023) · The British Journal of Social Work · doi:10.1093/bjsw/bcad135 · Cited by 6
Yan, L., Lin, Y., Li, W., & Hu, C. (2025) · Frontiers in Psychology · doi:10.3389/fpsyg.2025.1483099 · Cited by 6
Zhou, Y., & Lyu, B. (2025) · Work · doi:10.1177/10519815251341816 · Cited by 6
“36,37 Conversely, job resources assist employees in completing tasks, reducing stress from job demands, and promoting personal growth.”
Unraveling the strings: platform workers’ struggle with algorithmic control leading to job burnout
Zhang, C., Zhang, M., Wang, C., & Wu, H. (2025) · Current Psychology · doi:10.1007/s12144-025-08382-x · Cited by 6
Workplace outcomes, the example of Bulgarian corporations
Ivanov, P., & Ушева, М. (2021) · Ekonomicko-manazerske spektrum · doi:10.26552/ems.2021.1.84-96 · Cited by 6
Sivarajan, R., Varma, A. M., Narzary, M., & Siju, C. (2023) · South Asian Journal of Human Resources Management · doi:10.1177/23220937221146387 · Cited by 6
“Bakker and de Vries (2021) found that employees may resort to adaptive and maladaptive coping strategies in working around their job demands and resources and arrive at job crafting solutions as a proactive measure.”
InfluentialAre Palestinian Nurses Burned Out or Engaged: The Impact of Job Demands on Job Performance?
Abukhalifa, A. M. S., & Kamil, N. L. M. (2024) · Journal of Health Management · doi:10.1177/09720634241235496 · Cited by 6
“From a theoretical perspective, burnout is negatively associated with job performance in JD-R theory (Bakker & de Vries, 2020).”
Norhisham, N., Husain, N. A., Abas, N. M., & Haza, N. I. F. (2021) · International Journal of Academic Research in Business and Social Sciences · doi:10.6007/ijarbss/v11-i8/10438 · Cited by 6
“The third criterion is inefficacy, which refers to a feeling where an individual perceives they are not as competent as usual and loses confidence in being successful at work (Bakker and de Vries, 2021).”
BackgroundThe Effect of Work Motivation and Work Engagement on Intention to Stay Among Jordanian NursesPreprint
Alhadidi, E., Khrais, H. I., Khalifeh, A. H., Yousef, H. R., & Nashwan, A. J. (2023) · Research Square · doi:10.21203/rs.3.rs-2455035/v1 · Cited by 6
Creativity Under Stress at Work: A Person-Centered Approach
Lin, S., Ivčević, Z., & Brackett, M. A. (2025) · Creativity Research Journal · doi:10.1080/10400419.2025.2594357 · Cited by 6
When looking perfect hurts: perfectionistic self-presentation, employee self-regulation and burnout
Zeshan, M., Rasheed, M. F., Abbas, J., & Hwang, J. (2026) · International Journal of Contemporary Hospitality Management · doi:10.1108/ijchm-06-2025-0842 · Cited by 6
Akinwande, D. V., Boustras, G., Varianou-Mikellidou, C., Dimopoulos, C., & Akhagba, O. M. (2025) · Safety Science · doi:10.1016/j.ssci.2025.106936 · Cited by 6
Glaas, S., Pham, H., Kuonath, A., & Frey, D. (2025) · Journal of Business and Psychology · doi:10.1007/s10869-025-10056-1 · Cited by 6
Wen, M., Zhu, T., Yang, F., & Huang, H. (2025) · Journal of Innovation & Knowledge · doi:10.1016/j.jik.2025.100880 · Cited by 6
Can High Levels of Hindrance Demands Increase the Worker’s Intellectual Response?
Martín-Martín, F. G., Díaz-Fúnez, P. A., Durniat, K., Salvador-Ferrer, C. M., Llopis-Marín, J. M., Limbert, C., & Mañas-Rodríguez, M. Á. (2022) · Sustainability · doi:10.3390/su14053107 · Cited by 6
“When studying the influence of the organizational context on employee responses, there are two concepts that have focused the attention of researchers in recent years: job demands and resources [19].”
BackgroundAnalysis of The Effect of Workload, Role Conflict, Work Stress on Exit Intentions and Work Burnout
Wahana, A., Setiadi, I. K., & Mulyantini, S. (2024) · Journal of Management Economics and Finance (JMEF) · doi:10.46799/jmef.v2i3.32 · Cited by 6
“Conversely, "job resources" are the physical or psychological factors that help employees achieve their goals while reducing stress and burnout ((Surachartkumtonkun et al., 2023);(Bakker & de Vries, 2021)).”
BackgroundSpan of control and well-being outcomes among hospital frontline managers: too much to handle?
Hansen, A. L., Jacobsen, C. B., & Dalgaard, V. L. (2024) · BMJ Leader · doi:10.1136/leader-2024-000978 · Cited by 6
“11 Studies have also shown that demands such as a high level of perceived conflict are associated with stress outcomes among nursing managers.”
BackgroundRohlf, V., Scotney, R. L., Monaghan, H., & Bennett, P. C. (2024) · Anthrozoös · doi:10.1080/08927936.2024.2351277 · Cited by 6
“Job resources, on the other hand, are aspects of the work environment that can motivate workers and help them to better meet the demands of challenging workplace conditions (Bakker & de Vries, 2021).”
The association of multi-system conditions on mental health trajectories during naval deployment
Karin, E., Gucciardi, D. F., Rigotti, T., Kunzelmann, A., Kalisch, R., & Crane, M. F. (2024) · Military Psychology · doi:10.1080/08995605.2024.2413249 · Cited by 6
“…generally, proposing that self-regulation cognitions and behaviors applied in the workplace will have direct associations with psychological health (Bakker & De Vries, 2021), motivation (Bakker & Demerouti, 2017; Demerouti & Bakker, 2022) and organizational outcomes (Bakker et al., 2023; Demerouti…”
InfluentialChopra, A., Modi, R. K., & Narula, S. (2024) · International Journal of experimental research and review · doi:10.52756/ijerr.2024.v44spl.017 · Cited by 6
Johnson, D. E., Harrison, S. J., Cattoën, C., Luttrell, J., & Blackett, P. (2025) · International Journal of Disaster Risk Reduction · doi:10.1016/j.ijdrr.2025.105216 · Cited by 6
Garraio, C., Matias, M., & Matos, P. M. (2023) · Scandinavian Journal of Psychology · doi:10.1111/sjop.12919 · Cited by 6
Effectiveness of an Occupational Well-being Intervention Among Nurse Educators
Rinne, J., Leino‐Kilpi, H., Saaranen, T. K., Tarvainen, M. P., Pasanen, M., Koskinen, S., & Salminen, L. (2023) · Nurse Educator · doi:10.1097/nne.0000000000001482 · Cited by 6
“22 Activities such as awareness, self-reflection, and self-monitoring have been found to develop self-regulation of personal resources at work.”
BackgroundZhang, H., & Li, S. (2024) · Leadership & Organization Development Journal · doi:10.1108/lodj-04-2023-0202 · Cited by 6
Turnover intentions among gig workers: A job demands and resources perspective
Xiaofang, Z., Yue, Z., & Yasin, S. M. (2026) · Acta Psychologica · doi:10.1016/j.actpsy.2026.106608 · Cited by 6
The ethical threat of loneliness: the impact of workplace loneliness on cheating behavior
Yan, R., Yang, Y., & Zhao, M. (2025) · Humanities and Social Sciences Communications · doi:10.1057/s41599-025-04769-0 · Cited by 6
“For example, Bakker, de Vries (2021) demonstrated that self-regulation is effective in helping employees manage job strain and burnout.”
Banerjee, M., & Giri, V. N. (2025) · IIMB Management Review · doi:10.1016/j.iimb.2025.100572 · Cited by 6
Work Burnout: Unbalanced Job Demands and Job Resources?
Thangal, T. B. T., Shafie, N. I., Yunos, N. M., Hamid, M. H. A., Sidik, N., & Azman, H. A. (2022) · International Journal of Academic Research in Business and Social Sciences · doi:10.6007/ijarbss/v12-i10/15083 · Cited by 6
Katsaros, K. K. (2024) · Journal of Hospitality and Tourism Insights · doi:10.1108/jhti-02-2024-0172 · Cited by 6
Work engagement, impulsivity and, self-efficacy among Polish workers. Moderating role of impulsivity
Rożnowski, B., & Wontorczyk, A. (2024) · PLoS ONE · doi:10.1371/journal.pone.0311856 · Cited by 6
Managing Stress During Long-Term Internships: What Coping Strategies Matter and Can a Workbook Help?
Homann, H.-S., & Ehmke, T. (2025) · Education Sciences · doi:10.3390/educsci15050532 · Cited by 6
Žiauberytė-Jakštienė, R., Urbanavičiūtė, I., Žiedelis, A., & Lazauskaitė‐Zabielskė, J. (2025) · Human Behavior and Emerging Technologies · doi:10.1155/hbe2/5422987 · Cited by 6
Parman, P., Shafar, M. U., & Putri, D. S. A. A. (2025) · The South East Asian Journal of Management · doi:10.7454/seam.v19i1.1834 · Cited by 6
Workplace Stress: How Demands, Interpersonal Conflict, and Role Ambiguity Affect Human Well-Being
Mohamad, N. I. (2025) · Journal of Information Systems Engineering & Management · doi:10.52783/jisem.v10i40s.7308 · Cited by 6
Mangaiyarkarasi, R., Sandhya, L., Jaiganesh, M., Kavitha, R., Khan, M. R., Thandauthapani, A., & Thangaraju, K. (2024) · Pakistan Journal of Life and Social Sciences (PJLSS) · doi:10.57239/pjlss-2024-22.2.00819 · Cited by 6
Nurses’ Burnout and Its Associated Factors and Impact on the Quality of Nursing Services
Agustina, Tahlil, T., & Marlina, M. (2022) · International Journal of Nursing Education · doi:10.37506/ijone.v14i2.17966 · Cited by 6
Ghoumah, F., Khadem, A., Aljuhmani, H. Y., & Alzubi, A. B. (2026) · Sustainability · doi:10.3390/su18115282 · Cited by 5
Akram, Z., Ahmad, S., Akram, U., Khan, A. G., & Huo, B. (2024) · International Journal of Conflict Management · doi:10.1108/ijcma-11-2023-0222 · Cited by 5
A qualitative investigation of demands, resources and self-regulation during Navy deployment
Hazel, G., Gucciardi, D. F., Rigotti, T., Kalisch, R., Karin, E., & Crane, M. F. (2024) · Military Psychology · doi:10.1080/08995605.2024.2401228 · Cited by 5
“In support of the integration of job-design and self-regulation approaches (Bakker & De Vries, 2021; Demerouti & Bakker, 2022) there was evidence of a dynamic interaction between certain individual resources or strategies and the presence or absence of resources on board.”
Wong, I. S., Dawson, D. E., Pandalai, S. P., & Sprajcer, M. (2025) · American Journal of Industrial Medicine · doi:10.1002/ajim.23689 · Cited by 5
Kanwal, S., Naveed, W., & Afzal, F. (2022) · SAGE Open · doi:10.1177/21582440221091240 · Cited by 5
Wang, J., Yang, Z., Li, Y., Ma, R., Zhang, L., Du, Y., & Dou, H. (2023) · Frontiers in Medicine · doi:10.3389/fmed.2023.1273289 · Cited by 5
“Individuals with high levels of proactivity can actively cope with stressful job demands to prevent burnout (37).”
BackgroundBurnout and work engagement in advanced practice cancer nurses: A scoping review
Mudiyanselage, A. C. R., Bennett, P. N., Coyne, E., Hughes, L., Tapsall, D., & Forster, E. (2025) · European Journal of Oncology Nursing · doi:10.1016/j.ejon.2025.102860 · Cited by 5
The role of burnout on nurses' intention to leave the profession: the role of work shifts
Bouranta, N., & Kafetzopoulos, D. (2025) · Journal of Health Organization and Management · doi:10.1108/jhom-03-2025-0139 · Cited by 5
Liu, M. (2025) · Humanities and Social Sciences Communications · doi:10.1057/s41599-025-06001-5 · Cited by 5
“Finally, self-regulation is the key mechanism by which teachers manage their responses to job demands, thereby reducing burn-out (Bakker and de Vries, 2021; Li, 2023).”
InfluentialPandey, A., Sekar, S., & Mukhopadhyay, S. (2025) · Personnel Review · doi:10.1108/pr-09-2024-0822 · Cited by 5
Jin, J., Yuan, G. F., & An, Y. (2024) · Personality and Individual Differences · doi:10.1016/j.paid.2024.112544 · Cited by 5
Yuan, X., Ding, Q., Yang, Y., Wang, F., Li, X., Li, J., & Shi, W. (2024) · Journal of Advanced Nursing · doi:10.1111/jan.16691 · Cited by 5
What challenges higher education teachers’ teaching-related wellbeing?
Virtanen, V., Hailikari, T. K., Murtonen, M., Parpala, A., & Postareff, L. (2025) · Teacher Development · doi:10.1080/13664530.2025.2537056 · Cited by 5
“Bakker and de Vries (2021) studied the role of self-regulation in JD-R by clarifying the progression from severe job strain to burnout: it is not caused only by high job demands and low resources but also by failure to self-regulate.”
InfluentialLIM, P., Zawawi, D. B., & Aziz, Y. A. (2024) · International Journal of Economics and Management · doi:10.47836/ijeam_18.3.06 · Cited by 5
A thematic analysis of newly qualified doctors’ experiences of burnout
Kilday, C. R. (2025) · BMC Medical Education · doi:10.1186/s12909-025-07076-z · Cited by 5
Liu, M.-S., Wang, M.-L. M., & Lee, C. H. (2021) · Personnel Review · doi:10.1108/pr-07-2020-0547 · Cited by 6
The Russian version of “Core Self-Evaluation Scale”: Psychometric testing and prospects of using
Manichev, S. A., Николаевич, Л. Н., & Ільїна, О. В. (2022) · Vestnik of Saint Petersburg University Psychology · doi:10.21638/spbu16.2022.304 · Cited by 5
Exploring Middle School Teachers’ Job Demands and Job Resources during COVID-19
Lang, J. M., & Valk, J. (2023) · Acta Educationis Generalis · doi:10.2478/atd-2023-0002 · Cited by 5
Bafa, T. A., Zhang, M., & Chen, C. (2025) · Systems · doi:10.3390/systems13030195 · Cited by 5
Smith, N., Jones, M. V., Braithwaite, E., Walker, L., McCann, A., Turner, M. J., Burns, D. S., Emmerson, P., Webster, L. V., & Jones, M. I. (2023) · Performance Enhancement & Health · doi:10.1016/j.peh.2023.100272 · Cited by 5
Optimizing work and off-job motivation through proactive recovery strategies
Kujanpää, M., & Olafsen, A. H. (2024) · Nature Reviews Psychology · doi:10.1038/s44159-024-00298-w · Cited by 6
“In other words, the ability to recover from short-term strain caused by stress experienced at work can prevent more long-term problems, such as burnout and health complaints 13,14 .”
The Vitality of Psychosocial Risks Identification: Results from Malaysian Oil Rigs
Rani, N. D. M., Kamarunzaman, N. Z., & Jia, L. (2024) · International Journal of Social Science Research · doi:10.5296/ijssr.v12i2.21800 · Cited by 5
Stress, mental health, and resources of palliative care professionals
Cuchet, I., Maneval, A., & Dambrun, M. (2025) · Palliative & Supportive Care · doi:10.1017/s1478951524002050 · Cited by 5
“In a recent model proposed by Bakker and de Vries (2021) regarding burnout and its regulation, the chronicity of work-related stress is highlighted as a central aspect of the distress process.”
Maseri, M., Tajuddin, D., & Monil, M. (2022) · International Journal of Academic Research in Business and Social Sciences · doi:10.6007/ijarbss/v12-i8/14718 · Cited by 5
Predictors of Work Engagement: Leadership, Job Crafting and Restoration
Pedersoli, M. M., Silva, E. G. E., & Neiva, E. R. (2024) · Paidéia (Ribeirão Preto) · doi:10.1590/1982-4327e3436 · Cited by 5
Sharma, S., & Kumar, S. (2024) · NMIMS Management Review · doi:10.1177/09711023241310292 · Cited by 5
“JD-R theory postulates that work-related fatigue results from polarity between higher demands of work that contribute towards fatigue and lesser presence of resources (Bakker & de Vries, 2021).”
Metadata
- Authors
- Bakker, A. B., & de Vries, J. D.
- Affiliations
- Erasmus University Rotterdam (NL)
- Corresponding author
- Bakker, Arnold B.
- Venue
- Anxiety, Stress, & Coping
- Publisher
- Informa UK Limited
- Published
- 2020-08-28
- Volume
- 34
- Issue
- 1
- Pages
- 1-21
- ISSN
- 1061-5806 (ISSN-L)
- 1477-2205
- OpenAlex
- W3082353819
- Cited by
- 1,131
- References
- 127
- Citations by year
- 2026: 258 · 2025: 238 · 2024: 236 · 2023: 187 · 2022: 146 · 2021: 63 · 2020: 1
- FWCI
- 16.01
- Type
- journal article
- Language
- en
- Open access
- hybrid
- doi.org
- Licence
- Locations
- Anxiety Stress & Coping (publishedVersion, cc-by-nc-nd)
- PubMed (publishedVersion)
- EUR Research Repository (Erasmus University Rotterdam) (publishedVersion, other-oa)
- EUR Research Repository (Erasmus University Rotterdam) (submittedVersion, other-oa)
- RePub (Erasmus University Rotterdam) (submittedVersion, other-oa)
- Topics
- Social Sciences › Psychology › Social Psychology › Stress and Burnout Research
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Health Sciences › Medicine › Public Health, Environmental and Occupational Health › Workplace Health and Well-being
- Keywords
- burnout, job demands-resources model, self-regulation, job strain, job crafting, emotional intelligence, proactive personality, human resource management practices, leadership, burnout prevention, multilevel models
- MeSH terms
- Self-Control, Occupational Stress, Adaptation, Psychological, Burnout, Professional, Humans, Job Satisfaction, Surveys and Questionnaires, Workload
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